In
ADT Interview: First Practices, Mike Clark Wrote:
Q: if you go into a complety disorganized development Shop, Which Practices do you try to get the name?
A: Since developing software is such a high-touch human activity, I suspect the disorganization would stem from a break-down in communication So I'd start by concentrating on practices that foster better communication at today's meeting, to the big Boss. I have some useful guidance, one of which is "project management is communication". Another important reminder is about future mentality: 1, the people must be sincere, honest 2, must have a thoughtful, can tolerance, can tolerance, to compose different ideas, people can compress people People who can't see the eyes can compile others, make mistakes. . . I summed up: honesty and inclusive. I am honest, I have no problem. The inclusive, must be reached by changing yourself. As Larry L. Constantine in the first chapter of Beyond Chaos Dealing with Difficult People: Changing the Changeable in said: You have no real control over anybody else The only person whose behavior you can change is you.Difficult encounters can make you feel like. You are caught in an infinite loop of frustrating interaction letting nowhere. The important Thing is to make a move trings from Your Own Usual patterns of behavior. This is the most important thing for now, it is also the hardest. Of course, the inclusion is not unlimited, but also knows how to give up. As Constantine noted:.. Regrettably, not every person or situation is salvageable Part of dealing effectively with difficult people is knowing when to give up or back off It is important not to throw in the towel too soon, but it is equally important not to cling tenaciously to false hopes that the unchangeable might suddenly change. It can be a good tactic to start off assuming that a relationship can be made to work or that a troublesome employee can become a productive and appreciated contributor, but there may come a Point When That Working Assumption Needs to Be Questioned.
