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Tools-to-Define-Your-Leadership-Style.md

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Tools to Define Your Leadership Style

  • Brainstorm Communication Expectations Worksheet - by Lara Hogan. Takeaway: a template for setting communication expectations between you and reports.

  • The Engineering Manager Workshop - by Aaron Suggs. Takeaway: A guide to setting up your own peer-to-peer manager coaching and support group, including step-by-step rules and tips.

  • How to Be a Manager - by Greg Skloot. Takeaway: a step-by-step guide, covering major facets of the role.

  • Lazylead - by Yurii Dubinka. Takeaway: An example how to avoid annoying/routine tasks related to the bug trackers/ticketing systems.

  • Manager Readme - by Oren Ellenbogen. Takeaway: "One of the hardest parts of becoming a great leader is developing self-awareness. Writing your Readme can be your outlet, then, share it with your team."

  • Manual of Me - by Leapers.co. Takeaway: "Sort of like a user manual for a person, the Manual of Me is a handy guide for others to help them get the best from you at work."

  • My Manager Toolkit - by John Cline. Takeaway: Includes an engineering work tracker (spreadsheet template), engagement surveys, 1:1 tools, vacation tracker, and reference to donut.ai's onboarding product.

  • New Manager - by OfficeVibe. Takeaway: A nicely designed guide through the essentials of being a manager.

  • Readme - by KatieLo. Takeaway: An example of a manager Readme.

  • So You Want to Start a Tech Leaders Study Group - by Charity Majors. Takeaway: A how-to and checklist for forming a study group to level up in your leadership abilities with a similarly situated group.

  • Week in Review Leadership Comms - by Lara Hogan. Takeaway: “This Week in Review doc is aimed at teammates who want to gain more context, are frustrated with something that’s happening at the company, or crave some more predictability (one of humans’ core needs at work!).” Includes a template and example.

  • Why and How to Share Your Manager README (Plus Here’s Mine) - by Katie Womersley. Takeaway: "Defining what you value as a leader and what the shared expectations between you and your direct reports are achieves two things: 1) folks know who you are and what to expect from you, and 2) they’re much more able to give you feedback and hold you accountable. If they know what you believe and expect as manager, folks will feel more confident that any behaviour of yours that’s not aligned is likely unintended and something you’d be eager to hear about and fix."

  • Your Professional Growth Questionnaire - by Rands. Takeaway: questions to ask yourself a few times a year about your current role and how you want to grow next.