unexpected anti-patterns for engineering leader
Abstract
- 🔍 Micromanagement: Sometimes necessary to understand the details and make informed decisions.
- 📊 Imperfect metrics: Useful for organizational learning and aligning mental models.
- ☂️ Shielding teams: Can backfire by isolating them from important realities.
- 📚 Conflict mining: Engaging with differing viewpoints helps leaders adapt strategies.
- 📝 Documentation: Crucial for clarity and improving strategies.
- 🎯 Guiding policies: Necessary for effective decision-making.
- 🤝 Alignment: Essential between engineering and executive leadership.
- 👥 Senior leadership: Must balance technical and managerial responsibilities.
- 🔄 Flexibility: Key to adapting conventional practices to specific contexts.
- 💡 Continuous learning: Important for evolving leadership strategies.
This article by Will Larson explores three common engineering leadership “anti-patterns” using lessons from his experiences at Stripe, Uber, and Carta. These anti-patterns are: avoiding micromanagement, pushing back on flawed metrics, and shielding teams from organizational realities.
Leadership in engineering often comes with a set of conventional wisdom and best practices. However, blindly adhering to these norms can sometimes lead to counterproductive outcomes. Larson highlights three key anti-patterns that challenge conventional leadership wisdom: micromanagement, pushing back on flawed metrics, and shielding teams from organizational realities. He emphasizes the importance of flexibility and context-awareness in leadership approaches.
Micromanagement
The Conventional Wisdom
Micromanagement is typically viewed negatively, as it can stifle creativity and autonomy. Leaders are often advised to delegate tasks and trust their teams.
The Reality
Larson argues that micromanagement, when used selectively, can be beneficial. Understanding the granular details of projects enables leaders to make more informed decisions and identify potential issues early on.
Application
- When to Micromanage: During critical projects or when onboarding new team members.
- Balancing Act: Combine micromanagement with empowerment, ensuring that team members still feel trusted and valued.
Example
At Stripe, engaging in the details of new initiatives helped leaders align their strategies with technical realities, ensuring smoother project execution.
Flawed Metrics
The Conventional Wisdom
Flawed metrics are often dismissed because they do not perfectly represent the desired outcomes. Leaders are encouraged to push back against metrics that don’t align with their goals.
The Reality
Larson suggests that even imperfect metrics can be valuable. They provide a basis for organizational learning and help align mental models across teams.
Application
- Using Imperfect Metrics: Leverage these metrics to initiate discussions and drive improvements.
- Continuous Improvement: Use feedback to refine and enhance the metrics over time.
Example
At Uber, measuring certain flawed metrics still provided insights that were crucial for aligning different teams and improving overall performance.
Shielding Teams
The Conventional Wisdom
Leaders often shield their teams from broader organizational issues to keep them focused and reduce stress.
The Reality
Larson points out that shielding can backfire by isolating teams from important contexts, leading to misalignment and missed opportunities for growth.
Application
- Transparency: Share relevant organizational information with your team to keep them informed and engaged.
- Contextual Understanding: Ensure that team members understand how their work fits into the broader company goals.
Example
At Carta, exposing teams to strategic changes and organizational challenges helped them adapt more effectively and contribute to the company’s success.
Conflict Mining
The Concept
Conflict mining involves actively seeking out differing viewpoints and engaging with them to refine strategies.
Importance
By understanding and addressing conflicts, leaders can develop more robust and adaptable strategies.
Application
- Encouraging Dialogue: Foster an environment where team members feel comfortable sharing dissenting opinions.
- Iterative Improvement: Use feedback from these discussions to continuously improve processes and strategies.
Example
Regularly scheduled “devil’s advocate” sessions at Stripe allowed leaders to identify potential pitfalls and improve decision-making processes.
Documentation
The Concept
Proper documentation is crucial for clarity and alignment within teams and across the organization.
Importance
Documentation helps in maintaining consistency, ensuring that everyone is on the same page, and providing a reference point for future decisions.
Application
- Standardizing Processes: Develop clear documentation for processes and decisions.
- Continuous Updates: Regularly update documentation to reflect changes and new insights.
Example
At Uber, comprehensive documentation of engineering practices helped new hires onboard quickly and aligned existing team members with evolving practices.
Guiding Policies
The Concept
Guiding policies are essential for coherent and effective decision-making within teams.
Importance
Policies provide a framework for making decisions, ensuring consistency and alignment with organizational goals.
Application
- Developing Policies: Create policies that are clear, actionable, and aligned with company values.
- Communicating Policies: Ensure that all team members understand and follow these policies.
Example
At Carta, well-defined policies on code reviews and deployments helped streamline workflows and maintain high-quality standards.
Senior Leadership Balance
The Concept
Effective senior leaders balance their technical expertise with managerial responsibilities.
Importance
This balance is crucial for making informed decisions and leading teams effectively.
Application
- Delegating Wisely: Know when to step in with technical guidance and when to delegate to team members.
- Continuous Learning: Stay updated with technical advancements while honing managerial skills.
Example
At Stripe, senior leaders who maintained their technical skills while managing teams were better equipped to lead complex projects and mentor junior engineers.
Flexibility
The Concept
Flexibility in leadership practices is key to adapting conventional wisdom to specific contexts.
Importance
Rigid adherence to conventional practices can be detrimental. Flexibility allows leaders to tailor their approaches to the unique needs of their teams and projects.
Application
- Contextual Adaptation: Assess the specific needs and challenges of your team before applying conventional practices.
- Feedback Loops: Use feedback from your team to adjust your leadership approach continuously.
Example
At Uber, leaders who adapted their management styles to the fast-paced and dynamic environment were more successful in driving innovation and achieving goals.
Continuous Learning
The Concept
Continuous learning and evolving strategies are crucial for effective leadership.
Importance
In a rapidly changing industry, leaders must stay informed and adaptable to remain effective.
Application
- Staying Informed: Regularly engage with industry trends, new technologies, and leadership practices.
- Implementing Insights: Apply new knowledge to improve strategies and decision-making processes.
Example
At Carta, leaders who embraced continuous learning were able to navigate challenges more effectively and drive the company’s growth.
Executive Alignment
The Concept
Ensuring alignment between engineering and executive leadership is essential for organizational success.
Importance
Misalignment can lead to conflicting priorities and inefficiencies. Alignment ensures that engineering efforts support broader company goals.
Application
- Regular Communication: Maintain open lines of communication between engineering and executive teams.
- Shared Goals: Develop and align on common goals and metrics to ensure cohesion.
Example
At Stripe, regular alignment meetings between engineering and executive leaders helped maintain focus and drive strategic initiatives effectively.
Conclusion
Larson argues that blindly following conventional leadership advice can hinder engineering leaders. He suggests that effective leaders should sometimes engage in micromanagement, measure imperfect metrics for the sake of organizational learning, and expose teams to the broader context rather than shielding them. By adapting to specific situations, leaders can drive better outcomes.