Elided Branches

Camille also has a blog at http://www.elidedbranches.com. I second the recommendation.

Camille Fournier - The Manager's Path https://www.amazon.com/Managers-Path-Leaders-Navigating-Growth/dp/1491… https://www.elidedbranches.com/

Also has a great list of other blogs, most of which are my favorites now too. https://jvns.ca/blog/2016/04/09/some-of-my-favorite-blogs/ here's a copy+pastable list: https://rachelbythebay.com/w/ http://danluu.com/ https://aphyr.com/ http://www.elidedbranches.com/ http://composition.al/blog/2015/03/31/what-isnt-a-key-value-store/ https://www.harihareswara.net/sumana/2016/03/29/0 http://blog.plover.com/aliens/dd/intro.html http://blog.jessitron.com/2015/06/ultratestable-coding-style.html http://akaptur.com/blog/2014/08/03/getting-started-with-python-interna… http://accidentallyquadratic.tumblr.com/post/142387131042/nodejs-left-… http://embedded.fm/blog/takingaparttoys http://gigasquidsoftware.com/blog/2012/09/20/7-john-mccarthy-papers-in… https://mathbabe.org/2016/03/30/apple-vs-fbi-nobody-won/

I highly recommend following Camille Fournier's blog, she writes/speaks extensively about being a technical leader and CTO. Priceless lecture especially that it comes from someone very experienced. Check out this post about transitioning to hands-off position http://www.elidedbranches.com/2016/04/ask-cto-navigating-hands-on-to-h…

I have the same categorical feeling of revulsion seeing this kind of pseudoscience today as I did when I first saw it a year ago. This is basically corporate astrology. It's unfalsifiable, patronizing, reductionist and amounts to unwarranted adversarial psychological aggression. If you ever used this in the corporate setting at any place I've ever worked at, you'd be laughed out of the room so fast it would make your head spin. Stereotyping people into these jungian archetypes makes the error of presuming personality flaws and individual agency rather than load bearing organizational sociopolitical vectors, historical decisions and cruft that needs to be unwound, high level executive directives, and market conditions. That is to say, context, history, and structure; goals and incentives -- all this rather than theory which sounds good but is unfalsifiable (much like modern astrology). It's borderline irresponsible and unethical to give these ideas the time of day, because they are intrinsically unfalsifiable and based on stereotypes. Constructively approaching any of the issues seen here requires concretely addressing reality -- how can you find evidence of previous challenges, how can you bring said person to understand those challenges, what are they interested in from their perspective (rather than what your stereotype presumes), and is there materially enough to work with to move forward with the working relationship in a constructive manner? This kind of management…