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Best practices for Software developers: Leadership Skills

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Best Practices for Software Developers: Leadership Skills

“A leader is one who knows the way, goes the way, and shows the way.”- John C. Maxwell. Leadership is one of the important quality of a good professional. Greater leaders don’t set out to be a leader they set out to make a difference. It’s never about the role, always about goals.


In software development, we have two styles of leaderships. First one is traditional leadership

which is very autocratic where the leader is supreme authority who takes absolute control over his team and takes decisions without consulting his team members. In contrast, second style of leadership is Collaborative leadership which is required to get effective and efficient results across internal or external organizational boundaries. A collaborative leader invests time to build relationships, handles conflicts in a constructive manner, and shares control.


In software development, different kind of people by their own experience, are very well aware with unwelcoming effects of anger on their physical and emotional stability, and the unexpected consequences of them being angry in some situations. In spite of all this, some people find it hard to control their anger.


So for dealing with anger we need to make some rules for ourselves.  We need to plan before preaching anything i.e. always make sure of the words that we use are appropriate and well-suited before discussing anything sensitive topic or giving feedbacks. Try to communicate with one person at a time. Most people feel humiliating while receiving feedback in front of a group of people. They face too much embarrassment to focus on our message. So, try to talk to one person at a time. We must be careful while choosing our timing before having a conversation, wait for a suitable time to provide feedback. Remember that feedbacks are given to help a person improve. He needs to be receptive at the time of conversation. Avoid giving feedback when a person is stressed, worried, or tired. Also, we need to talk to the point, the person receiving the feedback must know which exact areas he need to work on, and so we need to be precise in giving the feedbacks.


 We always try to encourage and motivate the people around us. So, we need to mention the positive’s too.  We can follow techniques like “sandwich feedbacks” where the negative feedback is sandwiched between two positive feedbacks, which would ensure a person takes the feedback constructively. We must strengthen our relationships, assure the person- in case he feels threatened while listening to the feedback, that irrespective of what the feedback is, we both will continue to share a cordial relationship. Learn to say “NO” where the other person gets persuasive.


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