A programmer's development experience in IBM
(This article has been read 338 times)
Time: April 12, 2001 11:11 Source: Liu Dagu
Software development group -
Team spirit
Shen Hongyu
I always hear that everyone is talking about teamwork, then what is the team?
The team is a small group with complementary skills, people support each other for a common goal.
For a team, the most basic thing is to have a clear goal.
Like-minded
What is the reason to make everyone form a team? A goal. For the team, this goal is to get the ball score, thus defeat the other party; for the project group, it is completed within a time limit; for the software development group, it is a quality and quantity launch product.
This seems to be very simple, as a software development team leader, in fact, are you very clear about your team's goal? For example, the goal of our group is:
The development of WPX-XP was completed by software requirements before September 30, 2001.
In this goal, do you take into account the time of software testing? If the company is expected to be released in October, then a clear goal should be:
All WPX-XP all development and tests were completed by software requirements before September 30, 2001.
As a team leader, you have paid this goal, the next step is to make each group of people clear this goal. In this way, the goal of the entire team will be unified and clear.
Team development
Team development is roughly divided into four phases forming, dissatisfied, analyzing, and action (Forming, Storming, Norming, Performing).
In the formation stage, as a group length, you must not only make each group of people clear team goals, but also let them clear their responsibilities in achieving their goals.
In the process of team development, it is inevitable that all kinds of problems will be encountered. At this time, the team teachers shirk their responsibilities and their emotions negative. This is a process, less than the stage of the team's development. As long as you guate the team to a positive solution, you can make the team more active.
In the third phase of the team's development, the parsing phase, the team members reached a common solution. The team entered an efficient action phase.
Team development may be repeated between these four phases. Clear goals, mutual trust and support ultimately enable teams to enter and stay in the action phase.
Situation LEADERSHIP
Any time, for any reason, individuals affect another person or group behavior is leadership. The consistent way of leadership forms a leadership style.
There are two behaviors of leaders: guidance and support.
Guidance behavior includes: what to tell the team, how to do it; define the role of the group member; define the relationship between the group employees; establish a target for the team member; This is a one-way communication method.
Support behavior includes: praise and encourage group members; open the channels for bidirectional communication; increase the scope of the responsibility of the group employees; adding team members involved in setting their goals. This is a two-way communication method.
In our team, it can be divided into four categories:
Mature skill, ability and knowledge initiative and confidence
R1 is not
R2 is not available
R3 is there
R4 has
For these four maturity groups, the corresponding leadership method can maximize the subjective initiative of the group employees.
As shown, the leadership style can be divided into four according to the guidance and support behavior:
Leadership style guidance behavior support behavior
S1: More teaching
S2: How many more sales
S3: More participation
S4: Receive less
It can also be seen from the figure that for the group members of R1-> R4, the leadership style of S1-> S4 should be adopted.
When S just enters the company for the first Internet project, S is neither familiar with servlet, JSP is not familiar with JavaScript, s there is no confidence (R1). The group leader D allows S to make some samples of the program blocks, and guide him to read the bookings (S1). After a month, S has a roughly understanding of JSP and JavaScript, plus S original C and HTML experience, S is very confident to make programming work (R2). The group leader D see the progress of S, the independent function block is handed over to S, and take time and S to discuss specific practices, and check the code regime for S, timely discover the problem in the process (S2).
After a period of work, S fully master the front desk programming skills in the Internet project, with experience in multiple projects, and through UML training, the team leader D allows S to serve as the design of new projects. S is not a design grasp (R3), he put its design ideas and D discussion, D affirm and support S., and encourage S to design (S3).
S This has grown as an excellent designer, which has undertaken multiple items (R4) for the company. At this time, S needs more authorization to work (S4).
When evaluating a person's maturity is R1 or R4, it is important for a given task. We often see excellent programmers being promoted to develop team leaders. For this programmer, his programming is R4, and the management level may only have R1. In terms of how to manage team members, you have to use S1 to guide him.
Another principle is that if you don't confirm the maturity of the team, please try it first. For example, you are not sure S is in R2 or R3, first try S3; if S cannot be competent, change it to S2.
Coaching
Following a good induction method is suitable for the above four leadership style. There is only one goal of the guidance, which is to cultivate the team to R4 to better complete the work.
The following is a follow-up to lure five steps:
Try to let the team members will establish the goal.
Discovering and suggesting, letting members talk about the background of the problem and the solution he suggest.
Because you have experience in this area, you may find that the team's idea is not your good, even ridiculous. In fact, when you explain the incapacity of the team members' ideas, you also instilled your own thinking. Sharing your experience properly will play a good effect.
Develop an action plan with team members.
Authorized team members to complete the plan.
Timed and team members review the implementation of the plan.
The focus of taking a good instrumentation method is "Q" rather than "answer", "listening" rather than "say", "authorization" rather than "guidance". This more reflects your ideological way, not just leadership skills. Trusting others is the fundamental of leadership.
group meeting
At the group meeting, you and your members "pass" information, opinions, questions, solutions, work plans, etc., etc. If you and your team members can't succeed and effectively, the team has no combat power.
Before the meeting, you must ask yourself four questions:
What is the goal of the meeting?
There are usually five conferences: Planning, conveying information, resolution, resolution, and establishment of relationships (such as celebration).
Who is invited?
How do you know if the meeting is successful?
What is the basic steps of an efficient meeting?
On-time meeting, review the meeting agenda, control the time of each agenda, control discussion, do not take questions, make a record record, summarize the results and assign work, permit
We usually want to avoid too many mistakes, but for your development group, the meeting will also affect the communication within the group.
At the group meeting, as a leader, you are mainly clarified, and the meeting goals are, control the agenda. "Listen" is more than "say" to open the channels of bidirectional communication. For a variety of reasons, some people are not willing to speak in a meeting or public. You can remind him before the meeting, Friday, will discuss the issue of GUI design on Friday, I hope to hear his programs or ideas.
Team spirit
Where did the real team spirit come from? We usually lack the following two points:
Respect and trust
Do you respect and trust every group of members, believe their ability, support their approach?
Do your development group use the Visual Source Safe layer management program, so that the small Skate you just entered can only see his own small piece of code?
Are you willing to share your design and programs with group members?
Do you face all your computers to monitor whether the team members are playing games, see private email?
The so-called "employ people do not have doubt, no need", if there is no basic respect and trust, where is the cohesiveness, what is the team spirit?
If the little S can see other people's procedures, see how you deal with similar problems, this is his best to improve your own way. The faster the little S is improved, the greater the contribution to the team. Small s If you share a goal with you, you don't need your monitoring, and small S will do our best to contribute more to the team's goals.
Encourage and support personal growth
Support the self-development of the team members, provide space to their development, encourage open exchange. Only by supporting the development of group members can be supported by team members to improve the capacity of the entire team.
In the stage of introducing the team's establishment, adapted to different people's leadership methods, after a good-in-inspector, and efficient group meetings, we should experience the back of all the skills, more importantly, your idea is your way to others. Trust and respect. Only one of the mutual trust in order can be established to work for a common goal.
