"Leading techies is a lot like
herding cats! We're independent, creative, and resourceful.
We don't follow orders, we have big egos, and we think we're always
right."
Yvonne Ryan
Sound familiar?
Whether you agree with the above assessment or not,
leading technical people (a.k.a. "techies") offers
some unique challenges…especially for those who have never
received training in management, leadership, and/or people skills.
To complicate matters – techies, their environment, and the nature
of their work often force technical leaders to move beyond
classic leadership methods and wisdom. Gotcha! So, even if
you've had management or leadership training, you may have to rethink
some of your approaches.
The Techie Leadership Challenge
To better appreciate and understand the challenges
involved in transforming a techie ( whether that techie is you or someone else)
into a competent and confident leader, consider the following questions...
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Is the techie able to communicate well both with other
techies and with non-techies (verbally and in writing)?
Does the techie present ideas succinctly and understandably (i.e., in
language other people understand, without using a lot of
"techno-speak")?
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What sort of success would you expect the techie to have when
negotiating or managing conflict? Will the techie be able to
consider both sides of a conflict or negotiation objectively and move
issues forward to a mutually satisfactory conclusion? Or, is the techie
more likely to become part of the problem due to stubbornly held
viewpoints or prejudices, or through a lack of people skills?
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How capable is the techie when it comes to coordinating
technical activities and projects in a cost-effective and
timely fashion? What sort of track record does the have
with regard to deliverables?
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How savvy is the techie when it comes to corporate politics and
business issues? Will s/he get eaten by the sharks?
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Is the techie good with other people? Is s/he a collaborative
team-player or more into directing the show? Can this individual
promote order without stifling creativity? Does this person inspire
others to go beyond what is expected and be innovative?
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Is the techie a good problem-solver? Is s/he
sufficiently adept at removing obstacles that are likely to
adversely affect individual and group performance? |
Whether the individual in question is you or someone who reports
to you, whether this person is an existing team leader, manager, or executive,
or someone new to leadership, the answers to the above questions (and others
not listed here) are pertinent to whether or not this techie can become a
truly effective leader. Chances are this person
doesn't exhibit all of these attributes, skills, and abilities.
Luckily, most of them can be learned.
The Solution
Experience has shown that simply attending a leadership
or management training seminar is not enough. All too often, individuals
leave a seminar energized and ready to apply what they have learned.
They return to work, but feel their enthusiasm wane (or die) due
to lack of adequate support. Time and the urgency of business tend
to defeat them before they've had a chance to begin. Regular support
is needed to help integrate the new knowledge/skill(s) into everyday
practice. A coach can provide much of the support
needed.
A coach helps the leader to:
- Analyze business, project, personnel, and personal challenges.
- Define goals and outline plans for achieving those goals.
- Review situations and plans objectively through candid feedback
and discussion.
- Devise and practice appropriate responses with respect to
performance of direct reports or team members.
- Learn and practice new skills and behaviors that contribute to the leader's
success.
Interested?
Contact us»
You'll be glad you did!
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