Dogshit advice, thanks

🎯 Key points for quick navigation: 00:58 *🌉 SF USA events attract many attendees eager for learning and networking opportunities.* 02:06 *🌱 Building a community helps in sharing experiences and learning from common mistakes in leadership transitions.* 03:29 *🚀 SF USA events aim to support new leaders in the tech industry by fostering connections and sharing valuable experiences.* 04:37 *🚀 Affirm, a fintech startup, provides credit at the point-of-sale and is rapidly growing, seeking engineering talent across various levels.* 06:26 *🏢 Affirm's sponsorship of the event reflects its support for the tech community and its commitment to growth and innovation.* 08:27 *🌟 Wade Chambers, a seasoned engineering leader, shares valuable insights and principles on leadership and career growth in tech.* 10:51 *🔄 The Peter Principle highlights the challenge of promoting based on past performance without considering the requirements of the new role.* 15:18 *🧭 Focus on key areas of management and leadership to create balance in your career and accelerate growth.* 19:47 *📈 Progressing in engineering management requires deliberate effort to move through various stages and avoid stagnation.* 22:59 *📊 Measure your readiness for advancement by comparing yourself to the middle of the next level, not the weakest in your current role.* 24:20 *🚀 Understanding the different paths to management: 1 in 10 managers are natural, 2 in 10 become mediocre with practice, and 7 in 10 don't succeed.* 25:41 *🧠 Management is a total career restart, not just an extension of your current role; it's about winning and increasing your team's capacity to win.* 27:48 *🔄 Avoid retreating to competence when faced with challenges; embrace discomfort and seek growth in new skills.* 29:41 *📚 Utilize the wealth of resources available today to learn and grow in areas where you may have blind spots or need improvement.* 31:46 *🎯 Focus on directed, purposeful actions to advance your career, understanding where you want to be and the steps to get there.* 32:41 *🤝 Leadership requires genuine care for your team; academic exercises won't suffice if you don't genuinely care about your team's well-being.* 34:15 *⏳ Driving outcomes involves various management aspects like backlog grooming, team communication, and effective time management.* 35:52 *🔄 Develop critical reasoning skills and adopt first principles thinking to diagnose problems and find better solutions.* 36:59 *🔄 Understand your role in the larger business context, applying back pressure, and contributing value beyond executing requirements.* 39:07 *🤝 Differentiate between your team (peers you work with) and your function (the group that reports to you), focusing on solving business problems effectively.* 42:04 *📋 Coaching individuals requires meeting them where they're at, understanding their motivation, and creating development plans that work for them.* 43:01 *📈 Measure your team's output, responsibility, and impact to identify areas for improvement and to focus on what truly generates value for the company.* 24:20 *🔍 Understanding different managerial qualities: 1 out of 10 managers are natural, 2 out of 10 become mediocre with practice, and 70% don't succeed.* 25:55 *🔄 Management is a total career restart, focused on winning and increasing team capacity to win by generating business value and improving team abilities for the future.* 27:48 *🚫 Avoid "retreating to competence" by embracing challenges and building new skills, crucial for success in management roles.* 29:41 *📚 Utilize available resources to acquire necessary skills and knowledge, focusing on optimism and personal growth.* 32:41 *💼 Leadership and management require genuine care for the team, committing to excellence in all aspects of the role.* 34:15 *🚀 Driving outcomes involves various management practices like backlog grooming and efficient processes.* 34:57 *🧠 Improve critical reasoning and first principles thinking to diagnose problems and find effective solutions.* 36:32 *🔄 Create leverage within the team to empower members and enable decision-making in your absence.* 38:11 *🏆 Focus on understanding markets, product development, and company success as you progress in your career.* 39:36 *🎯 Differentiate between team and function, understanding that your peers are part of your team, not just those who report to you.* 42:04 *🤝 Coaching is about meeting individuals where they are, understanding their motivations, and developing personalized growth plans.* 43:45 *📈 Measure output, responsibility, and impact to understand team performance and individual growth areas.* 01:10:55 *🚀 Embrace discomfort at work for growth and success, especially in management roles.* 01:11:37 *💼 Leadership styles vary by situation; sometimes you need to lead from the trenches.* 01:12:59 *🌱 Transitioning to new roles requires personal change and adaptation, not just professional growth.* 01:19:56 *🔄 Feedback and self-awareness are crucial for leadership growth, even outside of work.* 01:21:09 *🔄 Recognize and balance your position on the support to challenge spectrum in different contexts.* 01:23:09 *🛠️ Humility, empathy, and adaptability are key for growth and success in new leadership roles.* 01:28:51 *📚 Continuously learn, apply frameworks, and seek feedback to improve leadership skills.* 01:31:21 *🤔 Leadership styles should be tailored to the situation, considering factors like the task at hand, the team dynamics, and the desired outcomes.* 01:33:12 *🔄 Feedback tends to diminish as you move up the organizational hierarchy, but it's crucial to resist this trend and maintain a culture of open feedback for growth.* 01:35:00 *📈 Transitioning to a managerial role should be seen as a lateral move, not a promotion, with a focus on taking ownership and responsibility for the team's success.* 01:36:05 *🔄 When stepping into a managerial role, it's essential to establish a mode of operation, delegate responsibilities, and mentor individuals who can potentially take over your role in the future.* 01:38:21 *💬 Managing former peers requires acknowledging the changed relationship dynamics, focusing on their growth and team success, and potentially helping them transition to other roles if they didn't get promoted.* 01:40:09 *🤝 Moving into a management role should be seen as a transition, not a promotion, with a focus on understanding the distinct roles and responsibilities of managers and individual contributors.* 01:41:23 *🔄 Decision-making approaches vary based on the nature of the decision, with some requiring quick execution and others needing more time and support to build team buy-in and facilitate change management.* 01:45:22 *🕰️ Being present and accessible to your team, even if you're not directly involved in their work, can build camaraderie and trust, fostering open communication and feedback.* 01:47:19 *📝 Conducting skip-level meetings informally and creating a safe zone for open communication can help gather authentic feedback from employees who may feel uncomfortable in formal settings.* 01:50:35 *📈 Having a growth mindset, self-awareness, drive, and willingness to change are crucial for individuals aiming for VP-level roles, as stagnation can occur without continuous personal development.* 01:53:03 *📈 Having drive and motivation is key for career advancement.* 01:53:44 *💼 Watching people grow is a satisfying part of a job; treating people well is important for reputation.* 01:54:11 *🤝 Your reputation is built on day-to-day interactions; treat people well to succeed.* 01:55:07 *💭 Self-awareness is challenging to teach; it may come with age, experience, or pain.* 01:56:02 *🔍 Having a short memory for both setbacks and successes is crucial for resilience and continued growth.* 01:57:40 *🚀 Push against your perceived limits; leadership skills can be learned and developed.* 01:58:48 *🔄 Acknowledge and address problems immediately, no matter how painful, to prevent escalation.* Made with HARPA AI

Excellent talk! Thanks for sharing

Shame about the audio quality on this, looked like a great topic and speaker...

thank you, for posting the video. Very useful information!

wtf why cant he talk about layoffs? startups have to layoff, there shouldn't be a stigma

This talk has some great books recommended. Here's the complete list... 1. Principles - Ray Dalio 2. The Peter Principle: Why Things Always Go Wrong - Dr. Laurence J Peter & Raymond Hull 3. Chase, Chance, and Creativity: The Lucky Art of Novelty - James H. Austin 4. Mindset - Carol S. Dweck 5. High Output Management - Andrew S. Grove 6. Scrum: The Art of Doing Twice the Work in Half the Time - Jeff Sutherland & J.J. Sutherland 7. The ONE Thing: The Surprisingly Simple Truth Behind Extraordinary Results - Gary Keller, Jay Papasan, et al. 8. The Thinker's Guide to Analytic Thinking - Thinker's Guide Library 9. The Thinker's Guide to the Human Mind - Linda Elder (Author), Richard Paul (Author) 10. The Thinker's Guide to The Art of Socratic Questioning - - Linda Elder (Author) , Richard Paul (Author) 11. The Thinker's Guide to Engineering Reasoning: Based on Critical Thinking Concepts and Tools - Richard Paul 12. Blindspot: Hidden Biases of Good People - Mahzarin R. Banaji and Anthony G. Greenwald 13. Start with Why - Simon Sinek 14. The Four Steps to the Epiphany - Steve Blank 15. The Five Dysfunctions of a Team - Patrick M. Lencioni 16. Leadership Team Coaching: Developing Collective Transformational Leadership - Peter Hawkins 17. Who: The A Method for Hiring - Geoff Smart and Randy Street 18. Multipliers - Liz Wiseman 19. Build your Dream Team: Leadership based on a passion for people. - Candela Iglesias Chiesa 20. Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization - Dave Logan, John King 21. Full Spectrum Success: Living and Leading in True Color - Jacob Adamo 22. Peak Performance - Brad Stulberg and Steve Magness 23. Unlocking Potential - Michael K. Simpson, Maria Sullivan 24. Radical Candor - Kim Scott 25. Why Motivating People Doesn't Work And What Does - Susan Fowler 26. The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter - Michael Watkins, Grover Gardner

Great books referenced at 42:00 How to measure output of members: 43:11

thanks for the video!

Please buy Jerry a decent mic

Thanks , CTO is the best choice for me , as building engineer and urbanist who works on aware cities in optic , computer science . CTO , in teams , is a good choice in small teams .

i'm so curious about the background. what is the red cloth covering? is that a vibe plate? dog toy?

This was helpful

They look absolutely sleepy

This is a really great video. The real key take away for me was Eric Kaplan. You can really tell wealth of experience and sage wisdom. The other offered a lot of current and fresh pointers but Eric was evergreen and pure gold!

Please link slides and socials for the panel

Whoever edits and uploads these interviews needs to change. A 9 year old knows that the camera should switch immediately to and stay on the person asking/answering the question. Also, why do you guys keep using the interviewER in the thumbnail??? I don't even know his name, and all these insights are from the guest!

Diversity is only gender? There is good number of Asians ,mainly Indians and Chinese working in technology sector. You have to represent them in leadership . What about veteran etc.

You guys gotta stop using the interviewER as your thumbnail. Makes me think that all your videos are of him talking. It's also quite disrespectful to your guest speaker who's sharing all this knowledge.

Please ask leaders to share good stories or examples also along with topics they cover

Please be consistent in using the speaker as the thumbnail. I want to watch all your interviews with Vinay, but half of those videos have the face of the interviewer; that's not helpful.

any link to the sides available?

Knowledge is power, so it's no surprise that most highly successful people list "continuous learning" as a key to their success. Make learning a lifestyle!

Keep it up 🙂👌

Excellent presentation. Thank you!

good stategies

Superb! So so useful!

Is it only me to whom the left two in the panel made more sense than the right two?

Learned a few things from this talk, thanks for sharing. I wish she watches this talk herself to improve her public speaking skills. There are many places where she says the phrases “you know” and “sort of” that don’t add much value and weakens her messaging.

Starts at 9:48

Thank you, guys. amazing talk.

Good stuff !!!

Is this the Jonathan Raymond that said: “You can't know what you don't know. You can't know about things you have yet to discover.”

good one. stepping into this role, this knowledge would surely be helpful!

Will Larson is very smart and well spoken , his book is helping me a lot and this interview is great . Thanks !

Excellent panel

Very nice

Great point about "Startups within a startup". Thinking that way in a startup makes a startup hypercharged.

I keep coming back to 18:47; especially his point, "...we accept that humans have shortcomings, and we design our organizations, our culture and our process to understand what our own shortcomings are."

The last story is the reward for the 2 hours spent watching this 👏