Comments for Jeff Whelpley's Tech Blog http://jeffwhelpley.com Software Development, Start Ups and Everything Techie Mon, 09 Jan 2012 11:00:42 +0000 hourly 1 http://wordpress.org/?v= Comment on Why I Left a Nice, Cushy Job at a Big Bank for a Startup by Jeff http://jeffwhelpley.com/2012/01/09/from-big-bank-to-startup/#comment-196 Jeff Mon, 09 Jan 2012 11:00:42 +0000 http://jeffwhelpley.com/?p=399#comment-196 Thanks for the comment and the re-tweet. You set the bar pretty high, so I have some work to do. Thanks for the comment and the re-tweet. You set the bar pretty high, so I have some work to do.

]]> Comment on Why I Left a Nice, Cushy Job at a Big Bank for a Startup by Dharmesh Shah http://jeffwhelpley.com/2012/01/09/from-big-bank-to-startup/#comment-195 Dharmesh Shah Mon, 09 Jan 2012 04:33:04 +0000 http://jeffwhelpley.com/?p=399#comment-195 I definitely don't deserve this level of admiration, but thanks for the kind words. Wish you success in your journey. And, to answer your question: Nobody in their right mind would do a startup. That's one of the things that make those that take the leap, special. We're not of right mind. :) Cheers. I definitely don’t deserve this level of admiration, but thanks for the kind words.

Wish you success in your journey. And, to answer your question: Nobody in their right mind would do a startup. That’s one of the things that make those that take the leap, special. We’re not of right mind. :)

Cheers.

]]> Comment on Open Letter to Everyone I Worked with at Wells Fargo Dealer Services by mark anthony http://jeffwhelpley.com/2011/12/29/open-letter-wells-fargo-dealer-services/#comment-194 mark anthony Tue, 03 Jan 2012 17:30:31 +0000 http://jeffwhelpley.com/?p=435#comment-194 It was great working with you these past 5-7 years... Good luck with everything... I know you will succeed. Hopefully we cross paths again. It was great working with you these past 5-7 years… Good luck with everything… I know you will succeed. Hopefully we cross paths again.

]]> Comment on The 4 Characteristics of Highly Effective Technical Managers by Jeff http://jeffwhelpley.com/2011/10/13/highly-effective-managers/#comment-146 Jeff Thu, 13 Oct 2011 20:55:12 +0000 http://jeffwhelpley.com/?p=342#comment-146 Thanks for your feedback, Atul. One thing I want to clarify. When I say the word "talent" I am by definition implying natural abilities that you are born with. I consider the skills that you learn throughout life as "skills". You can teach skills, but you can't teach talent. Thanks for your feedback, Atul. One thing I want to clarify. When I say the word “talent” I am by definition implying natural abilities that you are born with. I consider the skills that you learn throughout life as “skills”. You can teach skills, but you can’t teach talent.

]]> Comment on The 4 Characteristics of Highly Effective Technical Managers by Atul http://jeffwhelpley.com/2011/10/13/highly-effective-managers/#comment-145 Atul Thu, 13 Oct 2011 20:49:22 +0000 http://jeffwhelpley.com/?p=342#comment-145 Great article Jeff. I would however like to comment on couple of points. <b>Recruit Top Talent</b> : According to me and what i have seen so far, recruiting the top talent might not be good enough starting point towards success, specifically in IT. I am sure everyone can scan their past and find a couple of really good talents who could have made huge difference if they were only able to work as a team. Talent, especially in software world, is not something you need to be born with but something that can be easily cultivated through various training and resources freely available on web with an exception that the person is willing to learn and open to explore newer territories. I would say that an effective manager should rather primarily <b>Recruit right people for his environment</b> and if that person happens to be talented then it's just an added bonus. Technical abilities can be taught or learned but behavioral changes cannot be easily taught or adapted by individuals. One of the characteristics or skills that you might want to add to your list above is the skill of making a <b>TEAM</b> out of individuals. No one skilled talent can individually achieve what a true TEAM can. This is one of the toughest and according to be the most important skill that i believe would help a manager achieve their and team goals. Just my 2 cents :smile:. Great article Jeff.

I would however like to comment on couple of points.

Recruit Top Talent : According to me and what i have seen so far, recruiting the top talent might not be good enough starting point towards success, specifically in IT. I am sure everyone can scan their past and find a couple of really good talents who could have made huge difference if they were only able to work as a team.

Talent, especially in software world, is not something you need to be born with but something that can be easily cultivated through various training and resources freely available on web with an exception that the person is willing to learn and open to explore newer territories.

I would say that an effective manager should rather primarily Recruit right people for his environment and if that person happens to be talented then it’s just an added bonus. Technical abilities can be taught or learned but behavioral changes cannot be easily taught or adapted by individuals.

One of the characteristics or skills that you might want to add to your list above is the skill of making a TEAM out of individuals. No one skilled talent can individually achieve what a true TEAM can. This is one of the toughest and according to be the most important skill that i believe would help a manager achieve their and team goals.

Just my 2 cents :smile: .

]]> Comment on The 4 Characteristics of Highly Effective Developers by Jeff http://jeffwhelpley.com/2011/07/27/highly-effective-developers/#comment-144 Jeff Tue, 06 Sep 2011 02:01:28 +0000 http://jeffwhelpley.com/?p=69#comment-144 Ha. A great question. I will have to use a future blog article to try to get into everything, but there are a lot of things that tempt developers to do the "wrong" thing (i.e. not be accountable, look out only for #1, just keep the lights on, etc.). It takes a lot of dedicated effort to stay on track. Ha. A great question. I will have to use a future blog article to try to get into everything, but there are a lot of things that tempt developers to do the “wrong” thing (i.e. not be accountable, look out only for #1, just keep the lights on, etc.). It takes a lot of dedicated effort to stay on track.

]]> Comment on The 4 Characteristics of Highly Effective Developers by Helen Wu http://jeffwhelpley.com/2011/07/27/highly-effective-developers/#comment-143 Helen Wu Mon, 05 Sep 2011 20:19:51 +0000 http://jeffwhelpley.com/?p=69#comment-143 "For developers, becoming a highly effective developer can be extremely challenging." (from your concluding paragraph.) Why do you say that? I wonder.I just left my comment to Eb's blog ( where I came from) Thanks, Helen “For developers, becoming a highly effective developer can be extremely challenging.” (from your concluding paragraph.)

Why do you say that? I wonder.I just left my comment to Eb’s blog ( where I came from)
Thanks,
Helen

]]> Comment on The 4 Characteristics of Highly Effective Developers by David Rajchenbach-Teller http://jeffwhelpley.com/2011/07/27/highly-effective-developers/#comment-142 David Rajchenbach-Teller Sun, 04 Sep 2011 13:03:29 +0000 http://jeffwhelpley.com/?p=69#comment-142 I'll be very interested in reading that. I’ll be very interested in reading that.

]]> Comment on The 4 Characteristics of Highly Effective Developers by Jeff http://jeffwhelpley.com/2011/07/27/highly-effective-developers/#comment-141 Jeff Sun, 04 Sep 2011 12:55:42 +0000 http://jeffwhelpley.com/?p=69#comment-141 I read your article and I have to admit I had to think for a little bit about my reaction. I guess I have always considered efficiency as an integral part of effectiveness, but I do see your point about how when you make a developer do everything, they may be more effective overall, but they are somewhat inefficient because they are no longer an expert in one particular area. I guess the way to think about your concern is to take a step back and think about the overall productivity of the group as a whole. At the end of the day, whatever increases the overall productivity is the goal. At the end of the day, using that as a guideline, the specific way in which you build your team is going to be highly dependent on the skills and abilities of the individuals as well as the overall company culture. You bring up some good examples in your blog, but I think for what both of us are writing about, it comes down to a balance between effectiveness and efficiency that must be customized to the target environment. I read your article and I have to admit I had to think for a little bit about my reaction. I guess I have always considered efficiency as an integral part of effectiveness, but I do see your point about how when you make a developer do everything, they may be more effective overall, but they are somewhat inefficient because they are no longer an expert in one particular area. I guess the way to think about your concern is to take a step back and think about the overall productivity of the group as a whole. At the end of the day, whatever increases the overall productivity is the goal. At the end of the day, using that as a guideline, the specific way in which you build your team is going to be highly dependent on the skills and abilities of the individuals as well as the overall company culture. You bring up some good examples in your blog, but I think for what both of us are writing about, it comes down to a balance between effectiveness and efficiency that must be customized to the target environment.

]]> Comment on The 4 Characteristics of Highly Effective Developers by Eb http://jeffwhelpley.com/2011/07/27/highly-effective-developers/#comment-140 Eb Sun, 04 Sep 2011 12:22:34 +0000 http://jeffwhelpley.com/?p=69#comment-140 Curiously enough, I recently blogged about the other side of this coin i.e. efficiency: http://wp.me/p57tU-3U. I believe employers need to search for both efficient and effective developers and developers (knowledge workers in general) need to continue to grow in both areas. Curiously enough, I recently blogged about the other side of this coin i.e. efficiency: http://wp.me/p57tU-3U. I believe employers need to search for both efficient and effective developers and developers (knowledge workers in general) need to continue to grow in both areas.

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