As a software engineering manager, one of the most rewarding aspects of your role is watching your team leads grow into effective leaders. However, transitioning from a technical manager to a technical leader requires a shift in mindset and approach. What are the differences between a technical manager and a technical leader?
Technical Manager:
- Focuses on task management and ensuring that projects are completed on time and within budget.
- Often makes decisions based on their own expertise and experience.
- Tends to provide solutions and directives to team members, expecting them to follow instructions closely.
- May prioritize control and oversight to ensure that work is done according to specifications.
Technical Leader:
- Focuses on inspiring and guiding the team towards a shared vision.
- Encourages team members to take ownership of their work and contribute ideas.
- Prefers to ask questions that stimulate critical thinking and promote collaboration among team members.
- Values self-organization and trusts team members to make decisions and solve problems independently.
As a engineering manager, my job is to help my leads become more effective leaders. Some may have had past leadership experience, others may be very skilled software engineers, and this is their first opportunity to act as a technical lead for a team. Here are some suggestions I have found helpful in guiding this transition.
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Encourage Question Asking: Often technical leads are very capable of seeing the bigger picture and being able to develop technical solutions from their experience. But if they help a team plan for work by issuing directives, they miss the chance to help the rest of the team build critical thinking ability. The rest of the team starts to view their role as 'doers' rather than 'contributors' to the projects the team is working on. So what can be done?
Show your team leads the power of leading by asking questions instead of making statements. In meetings, instead of providing all the answers, encourage them to ask open-ended questions that stimulate discussion and critical thinking. This approach not only empowers team members but also helps build a culture of collaboration and innovation.
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Encourage Self-Organization: Help your team leads understand that tight control does not always lead to better outcomes. A technical lead may sometimes be tempted to exert too tight of control due to concerns about risk or failure. This can manifest in micromanaging team members, dictating every aspect of the work, and being overly cautious in decision-making. However, this approach can stifle creativity, demotivate team members, and hinder overall team performance.
How do you do this as an engineering manager? While you might offer constructive input on how the technical lead performs their job, don't dictate the specifics. Encourage them to evaluate what is working in the team, and what is not and then adjust accordingly. Don't micromanage the team itself, demonstrate your trust and confidence in the lead to do their job.
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Focus on Coaching and Mentoring: Transitioning from a technical manager to a technical leader also involves a shift in focus from managing tasks to coaching and mentoring team members. Encourage your team leads to spend more time understanding the aspirations and development needs of their team members and less time micromanaging their work. This approach not only helps team members grow professionally but also strengthens the bond between team leads and their teams.
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Promote a Learning Culture: As a manager, you can help create a culture of continuous learning within your team. Encourage your team leads to facilitate knowledge sharing sessions, encourage experimentation, and celebrate failures as learning opportunities. This approach helps keep the team motivated and engaged, leading to better outcomes.
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Provide Constructive Feedback: Finally, provide constructive feedback to your team leads to help them grow and improve. Be specific about what they are doing well and where they can improve. Encourage them to seek feedback from their team members as well, as this fosters a culture of open communication and continuous improvement.
Transitioning from a technical manager to a technical leader is a journey that requires patience, guidance, and continuous learning. As an engineering manager, I feel like I am constantly evaluating my own leadership style and looking for opportunities to demonstrate the qualities of being a servant leader, not a manager.
By asking questions rather than making statements, encouraging self-organization, focusing on coaching and mentoring, promoting a learning culture, and providing constructive feedback, you can help your team leads become more effective leaders and drive success for your team.