36 lines
1.7 KiB
Org Mode
36 lines
1.7 KiB
Org Mode
* Tasks
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** TODO Present Users through the ResourceOwnerShim
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** TODO Write ExternalSecretPush for DB creds and Secret key base
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** TODO Try to deploy
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** TODO Put together POC for micro-caching RAILS
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** TODO Create a ticket to deal with 403s for provisioning failures
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** TODO Express concern around engineering quality
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I raised concerns that this result is doesn't meet the bar to achieve success on the problem we set out to solve.
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I also do believe it doesn't help solve the problem
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When I express that the immediate response was defense. That's the wrong response itself.
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I can be clearer -- There are two points I want here,
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1. I don't think this solves the problem we were targeting.
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2. We have finite time, deciding if we want to iterate or redesign based on learning is a decision to make.
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3. Option 3 which I didn't think was possible is to completely ignore the point.
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Here's what's worse though. We're trying to transform the team to be enablers for other teams, so we need to set the bar.
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We have people on this team that are trying to raise / set the bar, and when they raise concerns they are dismissed without
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consideration.
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My main concern is our ability to field feedback on this team. I don't
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think I have many occurrences of differing opinions being given the required space.
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At best it leads to apathy, at worst it leads to mediocrity. Either way it leads to a dysfunctional team by design.
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Those people trying to raise the bar aren't doing so selfishly.
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We don't get immediate gain out of performing better or working harder, we still get paid the same.
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So why would we be striving to raise the bar? This is a fundamental question to see if a leader understands
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what high performers need to thrive.
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