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A couple years ago, I accepted a position as the “director of digital” at a small marketing firm. And yes, there was still a divide between digital and traditional work there. I was mostly hired for my strategy capabilities and my successes with analyzing digital web properties and finding areas for growth. The title was just that, a title, as I had no direct reports and was only responsible for my own work.

Like many people in leadership positions, I found myself there accidentally. After several months as the resident strategist, I was appointed the leader over the tech team, which consisted of a few developers, a BA, a handful of digital technologists, and the interns.

At the time, the agency was going through a rough patch. In general, the culture was quite toxic. The company’s leaders were at odds with each other, and this created what I can only describe as “camps” of employees who positioned themselves with one of the three founders. As you can imagine, this put most of the employees at odds and created a lot of distrust. The only thing that was consistently working across the company was the gossip machine. Things weren’t much better with the tech group. My team had an “us versus them” mentality because “they don’t get us.”

Read full article at Stackify.com

Posted on Tuesday, February 21, 2017 11:37 AM Dev Culture , BuildBetter | Back to top


Comments on this post: Architecting a Developer Team Turnaround

# re: Architecting a Developer Team Turnaround
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Now that you have a clear idea of what your theme is, you can flesh out
the beginning and the end. Try to stay away from cutesy or clever opening lines and instead, try to answer
While I appreciate Ms. Day's reflections and enthusiasms,
reading
Left by hppy romz on Jul 26, 2017 1:56 AM

# re: Architecting a Developer Team Turnaround
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nice thanks for the post
Left by sambhav on Sep 04, 2017 4:17 AM

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