Best Practices for Software Developers:
“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
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.