https://freemanagermentors.com
While there are tons of great resources out there, one thing to keep in mind is that general advice is often bad advice, when it comes to teams and people management. Be careful about over-correcting for certain advice that on the surface seems helpful, but misapplied to the wrong context is detrimental.
One example is that a lot of the people I talk to have been attempting to apply Radical Candor to their culture, with fairly mixed results. There's a lot to love about the intent of RC, as an example, but misapplied to the wrong personality types can be disastrous, demoralizing, and counterproductive to the receiver.
I'd highly recommend as you try to level up any management skills, you talk to someone who has attempted to put something into practice and get a sense for the failure modes. This might help you adapt it to your culture and team so that the downsides are mitigated and the upsides are still there.
Hope that's helpful!
If you have something urgent you'd like to discuss, please email me directly. My email is in my profile. If I can make time for a quick call, I will. Otherwise, I'll do my best to respond quickly over email, or refer you to another mentor that has offered up their time in the event I get overload (which isn't always the case but is the case at the moment courtesy of the HN hug).
There has never been a when I kicked myself in the head for not having discovered the book earlier. My better part of 6 years moving into a hazily define leadership role which was a mix of de facto CTO, technical architect, product manager, product development, hands-on developer, people management, project management - had me running in a high-stress environment for ~ 6 years. I think a lot of mismatch of expectations, could have been avoided had I followed the lessons earlier.
The section about “if you have a new topic just create a channel” sounds like the perfect user case for a normal forum software...
The blog is great too! http://randsinrepose.com
Be like Joel. Whenever I am in a quandary, I ask “what would Joel do?”
Though he would probably be reviewing code right now, not reading HN ;)
I found it reassuring I wasn’t the only founder who still felt they could provide more value by helping build and architect the product than just simply managing budgets and recruiting.
https://www.manager-tools.com/all-podcasts
I shared my experience going to their conference:
http://redgreenrepeat.com/2019/03/08/conference-debrief-mana...
Please ask me if you want to know anything specific that I don't cover.
There's a Management 101 section which I wrote for people becoming a team lead for the first time, and then the Growth section expands into wider things.
I'm VP Engineering @ Brandwatch. Feel free to get in touch if you want to chat more any particular topics!
The advantage of talking live with a human on this stuff is context. There are dozens of frameworks you can use for any different situation, but understanding when not to use one is as powerful as knowing when to use it.
Blog posts rarely capture that nuance. A lot of times they can’t for confidentiality reasons. Talking live with a manager with a decade of experience can help you to short circuit a challenge much quicker than trying to sort out the best online resource.
Not saying online stuff isn’t great! It is. Just defending live chats too :)
Jeff Atwood's - Coding Horror - https://blog.codinghorror.com/ (He founded StackOverflow.com along with the previously mentioned Joel Splosky)
Paul Grahams - Essays - http://www.paulgraham.com/articles.html (Technically not a blog, just a series of essays organized in a chronological order ;)
He’ll be a publishing a book on this soon (An Elegant Puzzle) if you’re especially curious.
Disclaimer: I work with Will at Stripe.
One thing that I think is important that you won't find in blogs is that you have to change your behavior as well as your teammates' behaviors in order to actually see change. Regular discussions with a coach about specific situations will help make sure these behavior changes are consistent.
His blog post regularly show up at the top of HN, and a good number of them are directly related to the thinking behind how he does his job.
(disclaimer: I was one of the CTOs interviewed).
https://www.amazon.com/Destroy-Tech-Startup-Easy-Steps/dp/09...
Would like to join, anybody else ?