Відео

Great talk!

In working at Big 4, you get and do well as director when you manage up. You also got a opportunity because of your ability to schmooze. I was told directly by a donut boy that my abilities are not going to help me get ahead. And as interviewee said, he had to switch the company to get the bump. Of course also being in the right place at the right time. It's not rocket science to have this role.

Great to hear you Mike! More practical than ideal talks (very rare these days specially in front of camera).

Not to the level

Pure gold, thanks for sharing

Please share link to full vid

Yes yes and yes

Thanks for the candid no BS tips and for sharing your experience in your tech leadership journey

Sounds very genuine and truthful. Thank you for sharing your experience.

Amazing

Promo*SM 💐

These videos are great!

Merry Christmas and a happy new year to you as well 🎄

I have the biggest crush on Karolina. She is so smart and beautiful. ☺️

whole hearted disaggree with his 52:25 point

how do you weed out incompetent people who were previously at leadership persitions in well known companies, and all they do is talk? like ex-CTO of Riot, or ex-CEO of paypal. You kick them out and they just go be a director somewhere else

Learned quite a bit from this, thank you!!

Excellent insights!

Appreciate the candid insights shared 👍

Learned a lot and I'm from manufacturing industry as a Production Supervisor. Thank you!

Great guest. Great info. Horrible mic used by host.

thanks for this! Great to hear your perspectives

This was an amazing interview. I will be rewatching for sure

You are rocks

AI and digital currencies will lead to a complete and total global revolution if they’re implemented rapidly. They will have to be implemented over a long period so that the human mind will become enslaved to them without realizing it.

pretty good episode

He rambled a lot than coming to point quickly.

Nice!

Quite disappointed with what I've heard. Among various misrepresentations (like period-based agile somehow is forbidden from releasing during sprint; like somehow roles are set in stone; up to treating devops as a role not a culture); and bland repackaging of existing ideas (value streams, or releasing increments continuously as in continuous delivery) this whole interview screamed "ad for book/services".

First 90 days is amazing!

It would be really usefull to show some visuals during that conversation

Great talk, thanks!

This guy is a bad manager and a very toxic leader. The reason to connect with other peers and managers is so that 1) You can make them successful, and 2) They can make your team more succesful, thus making them more effective and the company more effective. Instead, this persons company and they themselves are just focused on ‘knowing people’ and ‘optics’. Terrible manager, terrible training and he will not be a person we hire in any company

im part of a platform team and really enjoyed this intervew!

Uncle Bob is one of my heroes, I've been quoting moments from his Future of Programming lecture for years now. I never thought that an interview with him will ever make me sad, because here he talks about to do the thing right without asking if we do the right thing. In that old lecture he gave some hints about the second question. Definitely worth watching.

the interviewer was kinda mid. mike's responses were golden tho

I felt there are several great speakers especially the ones talking about management snd leadership in engineering, kind of contebt hard to find around. Nevertheless there a few interviews that the podcast had a bad luck... I'm a big fan overall

❤❤❤❤❤❤❤❤

This is by far the best video regarding this topic. Karolina did a great job of asking questions and letting Mike talk. Great job!

Very enjoyable and practical insights thank you!

This lady is so wrong about so many things... it is not true that engineers want to be pushed... ever heard of holacracy? ... true managers need to manage and deliver as does the team, but you want team that lives up to certain values - thus, corporate culture / values... and then the team is self driven... manager should be there to encourage a d support the team to reach the goals...

Our company became 20% more productive when we went to remote work... because we have culture of trust, and we actually have more time and energy because we do not waste 2 hours on comuting... it works fine... you just have to have the right team... and culture. People happines jumped and they were happier to give more and do more

nice videos girl!! I believe more must watch

thanks for sharing, i am really interested in these kinds of topic

About what Mike mentioned about communication, there is more into that. As Directors, we have to not just communicate, but effectively articulate our thoughts in a way that we can influence our listeners.

Hiring and Firing as per what Mike said, is a responsibility of the HR Team. Directors are data people. We analyze data and act based on our analysis. If the action required is to fire or hire, we coordinate and discuss with the process owners, who in this case are HR peeps.

In my perspective, as a Director, Time Management is just the second on your list. The first thing is Priority Management. If you prioritize effectively, you'll be able to produce more valuable outcome within a shorter time

Mike is great in providing information but the interviewer is not connecting. May I ask, im relation to what you have mentioned about how you fail as a first time Director, what did you do to make that right and improve your numbers?

Lot of lessons from this talk, thanks

Amazing talks, thanks