Ye Olde Job: First Post - So You're the Boss

It's been seven months since I left my old job, and I feel it's alright to talk about some things.

If you're in a situation where you're finding yourself leading a team of developers without any mentoring from anyone on how the heck to do that, I offer you some food for thought.

As a developer, you measure your own progress by the code you write, the bugs you fix, stored procedures you debug, problems you solve and features that get released. You have days where you go home "having done nothing" because you have a dozen variables in your head and you've been nose deep in code, but whatever it is still isn't working.

Or maybe you wouldn't debug the stored procedures, but instead really wish that you could replace them with something else; a nice cup of Java, easy to unit test and a breeze to step through.

One thing I figured out that really helped me: When leading a team, put the team first.

What the heck does that mean?

It means getting to know the strengths and weaknesses of not only your team, but of the teams you interact with. One developer has a knack at networking, another at databases, another one refactors code from a city dump into a gorgeous mansion. When the work is important - major features on a tight timeline - use peoples strength. When it's less important - minor bugs, features that are 'nice to have' - let them work on their weaknesses. If other teams have weaknesses in areas, work to help them, or fortify against it.

It means being two steps ahead of your team, knowing where you're going next. If nobody else in your company can give you direction two steps ahead, then take matters into your own hands. Don't just start piecemealing things; always have a vision. If you don't know where you're going, you won't know when you've gone off course. Obviously, be flexible with your vision for that idle Wednesday when some manager presents his vision to you so you can embrace it and walk together.

It means giving that improvement away. This was the hardest for me: giving up writing that feature you really wanted or fixing that bug that drives you nuts. You will write less code, but your team will write more code than you ever could. You will want to use a bit of the downtime you'll get to assign yourself some work, but you know you'll never get to it. Use that downtime to better map out your plan, to make sure everyone has got the work they need and to fish around to see if maybe that company plan or vision is hiding somewhere... ..anywhere.. ..maybe?

It means accepting shades of grey. There are many wrong ways to do things and few right ways. But there is definitely more than one right way. The way someone on your team might craft something may not be bytecode-for-bytecode how you would do it, but it may still fall in the realm of right. Accept that it's not how you would do it. That's fine. But is it wrong?

It means keeping it in the team. Just like most code bases that earn a over a billion dollars, the code base I worked on was suboptimal. We all knew it, but we knew we were there not to whine about it, but to make it better. Bit by bit, day by day. Start with the biggest problems, work toward your vision.

It means that stored procedure is going to stay; both the DBA and I know how to tune, monitor and troubleshoot it. We've minimized the row locking in it and fixed a deadlock problem in the logic. Also, next week you'll be fixing it to be resilient against another team's code, because their code does table scans and table locks and it will soon be our busy season and the potential for headaches is not part of my vision.

Updated: While stored procedures vs ORM is part of a future post, I hope that people who are in the "You've been here the longest, you're in charge" situation can benefit a bit from keeping in mind that they need to put their team before themselves. I know it's hard to switch gears.